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Workshop Objectives1. Understand the concept of Appreciative
Inquiry.
2. Implement the process within the
organization by actively engaging the
participants in the process.
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Icebreaker
In small groups:
Each person takes a turn describing an event
in which s/he achieved something s/he felt
good about.
Each group member then tell the person
above 2 or 3 strengths s/he must have used
to achieve it.
Then s/he (the person sharing) states the one
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How did that make you feel about
yourself and your group?
What did you learn about the strengths
of your group?
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What is Appreciative Inquiry(AI)?An evaluation process that inquires into,
identifies, and further develops the best of what is
in an organization in order to create a betterfuture
An approach to organizational analysis and learning.
Intended for discovering, understanding and fosteringinnovations in social organizational arrangements
and processes.
Based on the belief that human systems are made
and imagined by those who live and work within
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AI and organizational
developmentAppreciative organizing is based on the
assumption that the continuous creation andsharing of meaning is crucial to the fullengagement of individuals and to thecapacities of the organization for fluid andeffective transformation.
Thus, approaching program evaluation andstrategic planning from an appreciativeperspective can help to increase stakeholderinvestment and utilization.
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Compare ApproachesEvaluative Questions
What are the big problemsin this organization?
Why have systems andprocedures not worked?
Deficit Problems
Low morale
Lack of Commitment
Appreciative Questions
Under what circumstances isthis organization mosteffective?
What systems and proceduresare most effective?
Affirmative TopicsMoments of high enthusiasm
Creating and sustainingpositive energy
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4-D Cycle
Source: MacCoy & Engman (2006, October).Appreciative Inquiry in Evaluation. Presentation given at
UKES/EES Joint Conference, London, UK
DiscoveryWhat gives life?
(The best of what is)
Appreciating
Discovery
What gives life?(The best of what is)
Appreciating
Positive
Core
DreamWhat might be?
(What is the world calling for)
Envisioning Results
Dream
What might be?
(What is the world calling for)
Envisioning Results
Design
What should be--the ideal?
Co-constructing
Design
What should be--the ideal?
Co-constructing
DestinyHow to empower, learn,
and adjust/improvise?
Sustaining
Destiny
How to empower, learn,
and adjust/improvise?
Sustaining
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I understand it.
I like it
How do I do it?
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AI DemoGoal:Develop a series of three to five topics that
have the greatest potential to make COAthe most effective, most energizing, andmost fun organization it could possiblybe?
We will walk through Phases 1 & 2 of theAppreciative Processes
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Phase 1: AppreciateIdentify the best of what is:Paired interviews
Core questions:Best or peak experience
Values
WishesShare stories in groups of 6-8
Identify themes
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Phase 2: DreamIdentifying images of a desirable futureSmall groups envision a possible future
state
What will the program/organization look
like 3, 5, 10 years from now?
Visions shared in words and/or visual
images
Groups share their vision and images
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Phase 3: DesignTranslating the vision into actionable
statements
Develop provocative propositions or
possibility statements for themes fromstories and visions
Stretch the imagination, go beyond theobvious
Represent the organizations socialarchitecture (culture, leadership, policies,business processes, communication
systems, strategy, relationships,
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Phase 4: DestinyMaking the provocative propositionsbecome reality
Participants select those propositions
they wish to work on
Monitor, evaluate and celebrate progress
Keep the conversations going
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Other uses of AIMission Statement/Vision Development
Strategic Planning
Organizational/System RedesignProcess & Service Enhancement
Improvement Initiatives
Source: Appreciative Inquiry An Overview by Kendy Rossi
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